HomeMy WebLinkAbout2012-09-06 - Personnel-Risk Management Committee Meeting Agenda Packet
AGENDA
YORBA LINDA WATER DISTRICT
PERSONNEL-RISK MANAGEMENT COMMITTEE MEETING
Thursday, September 6, 2012, 10:00 AM
1717 E Miraloma Ave, Placentia CA 92870
COMMITTEE
Director Michael J. Beverage, Chair
Director Ric Collett
STAFF
Steve Conklin, Acting General Manager
Gina Knight, Human Resources Manager
1. PUBLIC COMMENTS
Any individual wishing to address the committee is requested to identify themselves and state the matter on
which they wish to comment. If the matter is on this agenda, the committee Chair will recognize the individual for
their comment when the item is considered. No action will be taken on matters not listed on this agenda.
Comments are limited to matters of public interest and matters within the jurisdiction of the Water District.
Comments are limited to five minutes.
2. DISCUSSION ITEMS
This portion of the agenda is for matters such as technical presentations, drafts of proposed policies, or similar
items for which staff is seeking the advice and counsel of the Committee members. This portion of the agenda
may also include items for information only.
2.1. Status of Request for Proposals for an Organizational Efficiency Study
2.2. Revised Human Resources Analyst and Personnel Technician Job Descriptions
2.3. Human Resources/Risk Management/Safety Activity and Status of Recruitments and
Budgeted Positions
2.4. Future Agenda Items and Staff Tasks
3. ADJOURNMENT
3.1. The next Personnel-Risk Management Committee meeting will be held Tuesday,
October 9, 2012 at 4:00 p.m.
Items Distributed to the Committee Less Than 72 Hours Prior to the Meeting
Pursuant to Government Code section 54957.5, non-exempt public records that relate to open session agenda items
and are distributed to a majority of the Committee less than seventy-two (72) hours prior to the meeting will be available
for public inspection in the lobby of the District’s business office located at 1717 E. Miraloma Avenue, Placentia, CA
92870, during regular business hours. When practical, these public records will also be made available on the District’s
internet website accessible at http://www.ylwd.com/.
Accommodations for the Disabled
Any person may make a request for a disability-related modification or accommodation needed for that person to be
able to participate in the public meeting by telephoning the Executive Secretary at 714-701-3020, or writing to Yorba
Linda Water District, P.O. Box 309, Yorba Linda, CA 92885-0309. Requests must specify the nature of the disability and
the type of accommodation requested. A telephone number or other contact information should be included so the
District staff may discuss appropriate arrangements. Persons requesting a disability-related accommodation should
make the request with adequate time before the meeting for the District to provide the requested accommodation.
ITEM NO. 2.1
AGENDA REPORT
Meeting Date: September 6, 2012 Budgeted:Yes
Total Budget:$45,000
To:Personnel-Risk Management
Committee
From:Steve Conklin, Acting General
Manager
Account No:1-2010-0600-00
Presented By:Steve Conklin, Acting General
Manager
Dept:Human
Resources/Risk
Management
Prepared By:Gina Knight, HR/Risk Manager
Subject:Status of Request for Proposals for an Organizational Efficiency Study
SUMMARY:
On May 24, 2012, the Board of Directors authorized staff to prepare a Request for Proposals (RFP)
for Professional Services for the preparation of an Organizational Effiency Study.
DISCUSSION:
On August 7, 2012, staff presented a draft RFP to the Personnel-Risk Management Committee for
review. Staff made a request to have the District's Managers review the draft RFP prior to
finalization of the document. The Committee approved the request and directed staff to bring back
the document after the managers completed their review.
Each Manager received a copy of the RFP with instructions to review the document and be
prepared to discuss any changes, revisions, deletions, or additions to said document at a managers
meeting on August 21, 2012. During the meeting, the Managers agreed that the scope of work
within the document needed to be more specific with defined goals and objectives.
On August 22, 2012, at an Executive-Administrative-Organizational (EAO) Committee meeting,
Steve Conklin, the District's Acting General Manager reported on the status of the RFP.
ITEM NO. 2.2
AGENDA REPORT
Meeting Date: September 6, 2012
Subject:Revised Human Resources Analyst and Personnel Technician Job
Descriptions
ATTACHMENTS:
Name:Description:Type:
Human_Resources_Analyst-8-29-2012.doc Revised HR Analyst - 2012 Backup Material
Human_Resources_Technician_08-30-2012.doc Revised Personnel Technician - 2012 Backup Material
YORBA LINDA WATER DISTRICT
Revised: Dec 2007August 2012
HUMAN RESOURCES ANALYST
(Exempt)
DEFINITION
Under general supervision, coordinates and participates in assigned programs and
activities of the District’s Human Resources department including risk management,
training, budgeting, grievances, disciplinary actions, and investigations, performs a
variety of difficult and responsible professional and analytical work; involved in the
implementation and support of human resource programs and functions; provides
highly responsible and complex administrative support to the Human Resources and
Risk Manager and performs related duties as assigned.
CLASS CHARACTERISTICS
Human Resources Analyst is the advanced journey-level professional class in the
human resources job family. This class is responsible for coordinating, supervising and
participating in assigned areas of programmatic responsibility in the District’s Human
Resource programs and functions and assists in the overall administration of the
Human Resources department. Duties require the exercise of sound professional
judgment and problem-solving skills and are performed with a significant degree of
independence. The incumbent performs more difficult work requiring broader
professional knowledge gained through continuing professional development and
experience with District human resource programs and services.
EXAMPLES OF DUTIES
The duties listed below are illustrative only and are not meant to be a complete and
exhaustive listing of all of the duties and responsibilities of this classification.
• Oversees the administration of personnel programs and provides assistance
within the Human Resources department including, but not limited to
recruitment, selection and placement, employee records maintenance,
employee orientation, classification and compensation and performance
appraisals.
• Screens and evaluates applications for employment, develops and coordinates
selection procedures including oral board rating criteria and interview
questions; participates in interviews of job applicants.
• Participates in classification and compensation studies and analyses; conducts
classification studies and job audits; writes and revises job specifications;
Human Resources Analyst
Page 2
analyzes compensation issues and writes reports of findings and
recommendations.
• Administers health insurance, retirement, deferred compensation, employee
assistance programs; investigates various programs and makes
recommendations for implementation.
• Coordinates with insurance representatives; serves as a liaison between
employees and the insurance agency; follow-up on complaints and inquiries.
• Participates in the development and monitoring of the Human Resource
Department’s annual budget, including forecasting of funds required for
staffing, equipment, materials and supplies; directs and implements
adjustments as necessary.
• Oversees the administration of the District’s employee benefit functions,
including employee enrollment in insurance and retirement plans, workers’
compensation, state disability, paid family leave, FMLA, CFRA, COBRA and
unemployment benefits; liaison activities between the District and various
benefit providers, analysis of new and existing programs and review of
employee benefits legislation.
• Maintains schedules of personnel transactions to ensure timeliness of
employee performance evaluations, merit step advancements, salary
adjustments, entitlement to leave credits, and provision of other employee
benefits; maintains current list of employment salary schedules, individual
personnel files, and confidentiality of official materials; enters employee
information into the Human Resources Information System; enters a variety of
changes to employee information.
• Assists in the administration of the District’s employee relations activities;
advises managers and supervisors on the application of District policies and
labor contract provisions, in a manner consistent with sound professional
practice; represents the Human Resources department in processes for the
resolution of grievances, disputes and contract interpretations; administers the
provisions of existing employee contracts and agreements; advises staff
regarding provisions of contracts.
• Assists with compliance of District policies and procedures and current
employment law, disciplinary actions, grievances and policy interpretation;
interacts with District legal counsel as necessary.
• Participates in the administration of the District’s Equal Opportunity programs;
participates in investigating, preparing for and defending EEO charges filed
Human Resources Analyst
Page 3
against the District; researches, analyzes, develops and implements Human
Resources policies, programs and procedures to ensure compliance with
federal and state employment laws, codes and regulations.
• Coordinates personnel activities with other District departments and outside
agencies; Participates in a variety of special studies and analysis relative to
human resource functions and provides recommendations for improving
operational efficiency; prepares various reports on operations and activities.
• Collects routine salary and benefit information from other agencies; arranges
information in a logical format; reviews findings with supervisor; responds to
routine survey requests from other agencies, employees and the public for
salary and benefit information.
• Assists in the development, implementation and administration of a variety of
human resources programs and activities such as training, employee
orientations, workers’ compensation, equal employment opportunity issues,
labor relations, performance management, employee benefits and safety.
• Prepares and distributes information packages for COBRA and processes
enrollments and changes; prepares monthly COBRA report.
• Attends and participates in professional group meetings; stays abreast of new
trends and innovations in the field of human resources and risk management.
• Acts on behalf of the Human Resources Manager in that individual’s absence.
QUALIFICATIONS
The level and scope of the knowledge and skills listed below are related to
experience, proficiency and complexity of work activities as specified under Class
Characteristics.
Knowledge Of:
• Theory, principles, practices and techniques of public personnel administration,
including recruitment, testing, selection, equal employment opportunity,
employee relations, classification and compensation, benefits design and
administration.
• Knowledge of the principles of organizational and administrative research,
analysis and report writing.
• Standard business software, including word processing, spreadsheets and
graphics.
• Various benefits program administration principles and practices.
• Principles and practices of sound business communication; correct English
usage, including spelling and grammar; routine minutes preparation.
Human Resources Analyst
Page 4
• Regulations and standards pertaining to equal employment opportunity, fair
labor standards, public employee rights, affirmative action, labor relations,
employee benefits such as COBRA and FMLA, workers’ compensation and
safety.
• Applicable laws and regulations affecting special district administration.
Abilities:
• Effectively interprets various Memorandums of Understanding and Personnel
Rules.
• Coordinates and administers the various Human Resources related benefit
programs.
• Evaluates the qualifications of employment applicants.
• Coordinates a variety of recruitment and selection activities including testing
and oral boards.
• Makes appropriate classification and compensation comparisons.
• Uses a personal computer and related software (i.e. Word, Excel, Access,
PowerPoint, and/or related packages)
• Prepares clear and concise oral and written reports.
• Establishes and maintains effective working relationships with those contacted
in the course of work.
• Exercise tact and diplomacy in dealing with sensitive, varied and confidential
personnel issues and employee situations.
Typical Physical Activities
• Must be able to communicate effectively, both orally and in writing.
• Regularly uses a telephone for communication.
• Uses office equipment such as computer terminals, copiers, and fax machines.
• Sits for extended time periods.
• Regularly required to stoop, stand, bend, sit and walk and go up and down
stairs.
• Ability to occasionally lift 10-25 pounds.
• Hearing and vision correctable to normal range.
Desirable Qualifications:
Any combination of education and experience which would likely provide the
necessary knowledge and abilities is qualifying. A typical way to obtain the knowledge
and abilities would be:
Education: A Bachelor’s degree in Human Resources, Public, Business
Administration or any related field is preferred.
Equivalent to graduation from a four year college or university with major courses in
public or business administration, human resource management or a related field.
Human Resources Analyst
Page 5
Experience: At least two (2) three (3) years of progressively responsible human
resource management experience and at least one year two (2) years of experience
in the administration of human resources programs including recruitment/selection,
employee benefits and workers compensation in a governmental setting.
Other Requirements:
Driver’s License: Possession of a valid California Class C driver’s license may be
required at the time of appointment. Failure to obtain or maintain such required
license(s) may be cause for disciplinary action. Individuals who do not meet this
requirement due to a physical disability will be considered for accommodation on a
case-by-case basis.
Possession and proof of a good driving record as evidenced by freedom from multiple
or serious traffic violations or accidents for at least two (2) years duration. The driving
record will not contribute to an increase in the District’s automobile rates.
Approved by the following:
__________________________________________
Department Manager Date
__________________________________________
Human Resources and Risk Manager Date
YORBA LINDA WATER DISTRICT
Revised: June2007 August 2012
PERSONNEL HUMAN RESOURCES TECHNICIAN
(Non-Exempt)
DEFINITION
Under general supervision, of the Human Resources Manager, performs a variety of
routine to complex clerical, technical and administrative duties in support of the
District’s Human Resources, Safety, Training, Risk Management and Benefits
programs and services; and data entry duties required to support a wide variety of
confidential administrative functions and to maintain personnel records and performs
a variety of tasks relative to assigned area of responsibility. related work as required.
CLASS CHARACTERISTICS
The Personnel Human Resources Technician is sub-professional technical and
administrative support class in the District’s Human Resources job family. This
position performs a variety of technical and administrative duties in support of the
broad range of District Human Resources, Benefits, Safety and Training programs.
The incumbent in This classification is expected to perform job assignments under
moderate supervision, using knowledge of District policies and procedures and
Human Resources Department practices and procedures learned through job
experience and training.
Responsible for possessing detailed knowledge of policies, regulations and benefit
plan provisions required to administer assist with various Human Resources and
benefit programs gained through professional education, technical training and
experience.
EXAMPLES OF DUTIES
The duties listed below are illustrative only and are not meant to be a complete and
exhaustive listing of all of the duties and responsibilities of this classification.
• Assists with the day-to-day aspects of the District’s recruitment and selection
process, coordinates recruitment activities, as the primary staff support to the
Human Resources Analyst in placing places recruitment advertisements, drafts
job announcements, recruitment materials, interview questions and maintains
appropriate records for each recruitment conducted.
• Provides information and assistance to District employees and the general
public regarding human resources activities, processes, policies and
procedures. in scheduling pre-placement testing and physicals.
• Assists with answering applicant and candidate questions regarding District
employment.
Human Resources Personnel Technician
Page 2
• Assists with composing and typing letters and reports related to assigned
human resources programs and activities.
• Performs clerical, technical and administrative support duties for professional
department staff; coordinates staff meetings; plans and schedules meetings;
completes purchase requests for equipment and supplies, professional
services, educational and training supplies and other similar items.
• Knowledge of computer operation, scanning, typing, filing, and operation of
office machines; compiles and tabulates data using a personal computer or
other automated office equipment.
• Maintains employee history records, schedules of personnel transactions to
ensure timeliness of employee performance evaluations, merit step
advancements, salary adjustments, entitlement to leave credits, and provision
of other employee benefits; maintains current list of employment salary
schedules, individual personnel files, and confidentiality of official materials.
Receives and responds to verification of employment queries both for
employees and the Employment Development Department.
• Coordinates training activities and functions.
• Responsible for data entry related to employee salary and benefits information
into the Human Resources Information System; enters a variety of changes to
employee information.
• Assists in developing and maintaining record keeping systems; schedules
appointments; prepares correspondence and reports.
QUALIFICATIONS
The level and scope of the knowledge and skills listed below are related to
experience, proficiency and complexity of work activities as specified under Class
Characteristics.
Knowledge Of:
• The basic principles of organizational and administrative research, analysis
and report writing.
• Regulations and standards pertaining to equal employment opportunity, fair
labor standards, public employee rights, affirmative action, labor relations,
employee benefits, workers’ compensation and safety.
• Basic benefits program administration principles and practices
• Applicable laws and regulations affecting special district administration.
• Principles and practices of sound business communication; correct English
usage, including spelling and grammar; routine minutes preparation.
• Standard business soft-ware, including word processing, spreadsheets and
graphics.
Human Resources Personnel Technician
Page 3
• Routine business record keeping and filing practices and procedures.
Ability to:
• Effectively interpret, apply and explain the Memorandum of Understanding, the
various employment agreements, District’s Personnel rules.
• Assist District staff with the various Human Resources related benefit
programs.
• Evaluate the qualifications of employment applicants.
• Use a personal computer and related software (i.e. Word, Excel, Access,
PowerPoint, and/or related packages).
• Organize and maintain specialized files
• Prepares clear and concise oral and written reports.
• Establishes and maintains effective working relationships with those contacted
in the course of work.
• Exercise tact and diplomacy in dealing with sensitive, varied and confidential
personnel issues and employee situations.
Typical Physical Activities
• Must be able to communicate effectively, both orally and in writing.
• Regularly uses a telephone for communication.
• Uses office equipment such as computer terminals, copiers, and fax machines.
• Sits for extended time periods.
• Regularly required to stoop, stand, bend, sit and walk and go up and down
stairs.
• Ability to occasionally lift 10-25 pounds.
• Hearing and vision correctable to normal range.
Desirable Qualifications:
Any combination of education and experience which would likely provide the
necessary knowledge and abilities is qualifying. A typical way to obtain the knowledge
and abilities would be:
Education: An Associate’s degree is preferred. required. A Bachelor’s degree in
Human Resources, Public, Business Administration or any related field is preferred.
Experience: Two (2) years of progressively responsible clerical experience with a
public agency, at least one (1) year of experience in the administration of human
resources benefit programs preferred plus completion of one or more courses and/or
seminars in Human Resources, Safety, Risk Management and/or Benefits
administration.
Other Requirements:
Driver’s License: Possession of a valid California Class C driver’s license may be
required at the time of appointment. Failure to obtain or maintain such required
license(s) may be cause for disciplinary action. Individuals who do not meet this
Human Resources Personnel Technician
Page 4
requirement due to a physical disability will be considered for accommodation on a
case-by-case basis.
Possession and proof of a good driving record as evidenced by freedom from multiple
or serious traffic violations or accidents for at least two (2) years duration. The driving
record will not contribute to an increase in the District’s automobile rates.
Approved by the following:
__________________________________________
Department Manager Date
.
__________________________________________
Human Resources Manager Date
ITEM NO. 2.3
AGENDA REPORT
Meeting Date: September 6, 2012
To:Personnel-Risk Management
Committee
From:Steve Conklin, Acting General
Manager
Presented By:Gina Knight, HR/Risk Manager Dept:Human
Resources/Risk
Management
Prepared By:Amelia Cloonan, Personnel
Technician
Subject:Human Resources/Risk Management/Safety Activity and Status of
Recruitments and Budgeted Positions
SUMMARY:
The attached spreadsheets are updated on a monthly basis and presented to the Committee for
discussion.
DISCUSSION:
The attached Department Activity spreadsheet is updated monthly to show the status of Human
Resources, Risk Management and Safety/Wellness activities as well as revisions to the District's
policies and procedures, job related and employee development training offered to District
employees, claims activity and District sponsored employee events. Items shown in red have been
revised or updated since the last report.
The Budgeted Positions spreadsheet is updated monthly to show the status of the District's current
recruitment activity. The spreadsheet identifies the current fiscal year's budgeted positions as well
as any vacancies awaiting action. Items identified in red indicate the most recent activity such as
pending employment offers or applications being processed in addition to any revisions or updates
since the last report.
A recruitment was opened on July 20 for an Accounting Assistant II. The position was advertised on
the District's website, through Neogov and was posted on Brown and Caldwell's BC Water Jobs.
The recruitment closed on August 6. Five candidates were interviewed on August 20. An offer was
made to one candidate who after contemplation declined the offer. The position will be reopened on
September 11, 2012 for two weeks with an advertisement in Jobs Available.
A internal recruitment for a Water Quality Tech II position will open on September 10, 2012 and
close on September 24, 2012.
WE 1-E: Continue to Support Additional Training (Testing) for Staff
WE 2-B: Define the Competencies and Motivational Profile Required for Key Roles (and other roles)
ATTACHMENTS:
Name:Description:Type:
HR_DEPARTMENT_ACTIVITY_fiscal_2011-
2012_Use_This_One_for_PRM_Committee.doc HR Department Activity Backup Material
Budgeted_Positions_08-28-2012_OK_use_this_copy.xls Authorized Positions Backup Material
HR DEPARTMENT ACTIVITY
2012
POLICIES AND PROCEDURES ACTIVITY STATUS
Development and Maintenance of
Safety Procedures
Management
reviewed Draft
policy
On hold
Driver Record Review Policy None Policy has not been
developed.
Drug and Alcohol Policy LCW Law firm
revising District’s
policy
On hold while the District
staff negotiated a new
MOU for FY 2012-2015.
Educational/Certification/License
Reimbursement Policy
Draft Policy
presented to
Employees Assoc.
Board on 8/1/2012.
Written acceptance w/o
changes received from the
Employees Association
Board on 8/28/2012.
Employee Performance Evaluation
Procedure
HR Manager to
review Draft policy
in September 2012.
Employee’s Responsibility for
Maintenance of District Vehicles
Management
reviewed Draft
policy.
To be presented to
BU for review and
approval after MOU
is adopted by the
BOD
On Hold.
Employee Time-Off Request Policy
Draft policy will be
presented to the
Employees
Association Board
by 10/1/2012.
Policy reviewed by LCW
per HR Manager’s
request.
Facilities Use Policy HR/Risk Manager to
revise policy.
Present Draft to Pers/Risk
Management Committee
in September 2012.
Heat Illness Prevention Program Safety Consultant
revised in April
2012.
Final review between Ops
Manager, HR/Risk
Manager and field
maintenance
representative. Deadline
for review 9/5/2012.
Updated May 29, 2012
POLICIES AND PROCEDURES CONTINUED
POLICIES AND PROCEDURES ACTIVITY STATUS
Risk Management Admin Policy HR Mgr to review
Draft policy and
comment
On Hold.
Safety Footwear Allowance Draft policy
presented to
Employees Assoc.
Board on 8/1/2012.
Written approval received
from the Employees
Association Board on
8/28/2012.
Recruitment Procedure
Due to
implementation of
NEOGOV
recruitment
software, the
procedure will
undergo updating by
HR staff.
Update to be completed by
the end of October 2012.
New Hire Procedure Update to be
performed by HR
staff.
Update to be completed by
the end of October 2012.
Separation/Termination Procedure
In process
Update to be
performed by HR
staff.
Update to be completed by
the end of October 2012.
Student Intern Policy HR Manager to
review policy for
current applicability.
Present Draft to Pers/Risk
Management Committee in
October 2012.
Confined Space Entry
Policy/Procedures
HR and Managers
reviewing draft
policy presented.
In process of coordinating
efforts with Aspen Risk
Management Group.
TRAINING – ON SITE/OFF SITE
DATE VENDOR CLASS TITLE
6-4-2012 PELRAC - Contract
Language presented by
Brenda Diedricks
Attendance by one employee
6-4-2012 Heat Illness Prevention
Program
Twenty-four employees were trained in the
morning session and 15 were trained in the
afternoon session presented by Aspen Risk
Management.
6-5-2012 GPS/Netfleet Conference –
WMWD
Five employees attended
8-7 and 8-8
– 2012
ACWA/JPIA Training
Conference, Irvine, CA
Nine Operations staff and one engineering
staff attended at least one day of training.
8-15-2012 Master COBRA seminar One HR staff attended full-day workshop
8-21-2012 CalPERS Disability
Retirement and
Reinstatement Process
workshop
Two HR staff attended half day workshop
9-6-2012 Finding the Facts:
Disciplinary and
Harassment Complaints
One HR staff will attend this half-day LCW
workshop
9-19-2012 Managing the Marginal
Employee
Two District staff will attend this half-day
LCW workshop
9-19-2012 Public Sector Employment
Law Update
Two District staff will attend this half-day
LCW workshop
RECRUITMENTS
MONTH POSITION APPLICATIONS
PROCESSED
2011
January 2012 Part-time Public Affairs Intern 5
March 8, 2012 Maintenance Worker I (one position) 27
April 2, 2012 Customer Service Supervisor (one
position)
55
May 17, 2012 Records Management Intern 12
July 20, 2012 Accounting Assistant II Position will reopen on
9/11/2012 for two weeks
with advertisement in
Jobs Available.
9-11-2012 Water Quality Technician II Position will open
9/10/2012 and close
9/24/2012.
CURRENT RISK MANAGEMENT/TORT CLAIM ACTIVITY
DATE OF
ISSUE/ CLAIM
REC’D
NATURE OF RISK
MANAGEMENT
RELATED ISSUE/CLAIM
ACTION TAKEN CLAIM HANDLED BY
DISTRICT
&SUBMITTED TO
ACWA/JPIA
October 2011
Letters received from: 1)
Melanie Schlotterbeck and
2) PCM on behalf of The
Kellogg Terrace
Condominium Association
for damages claimed to
have resulted from a leak
in Alamo Lane.
Under investigation by
Risk Manager. Claims
presented to Pers-Risk
Mgmt Committee for
recommendation that
the Board reject and
refer both claims to
ACWA/JPIA.
Both claims were
rejected and referred to
ACWA/JPIA by the
Board of Directors on
February 23, 2012.
ACWA/JPIA was
waiting for a response.
The six-month clock for
filing a state court
action on these claims
ran out on August 23,
2012.
November 14,
2011
Claim received by District
from Aaron Goodall for
debris and dust issues
Board rejected and
referred claim to
ACWA/JPIA on
12/22/2011
March 2012 Claim filed on behalf of
MAMCO
Claim rejected and
referred to ACWA/JPIA
on May 24, 2012.
ACWA/JPIA returned
the claim – not covered
under policy – Former
GM to give the MAMCO
claim to District’s
council for handling.
April 2012 Claim filed by Thomas &
Debra Barker, 4/16/2012,
$478.68, for repairs to
water heater they claim
was damaged when
service was shut off and
restored to service on San
Antonio Road 4/9/2012.
Claim rejected and
referred to ACWA/JPIA
on May 24, 2012.
DISTRICT’S CLAIMS ON THE ACWA/JPIA LIABILITY INSURANCE
PROGRAM
DATE OF
INCIDENT
NATURE OF RISK
MANAGEMENT RELATED
ISSUE/CLAIM
AMOUNTOF
CLAIM
CLAIM SUBMITTED TO
ACWA/JPIA
3-12-2012 Village Center Drive -
District’s dump truck with
backhoe on trailer
TBD Claim referred to
ACWA/JPIA
CURRENT WORKERS COMPENSATION ACTIVITY
DATE OF
INJURY
NATURE OF W.C. CLAIM STATUS REPORTABLE INCIDENT
7-12-2012 Bee Sting Closed First Aid Only
7-24-2012 Cut Inside upper left arm Open Yes
7-25-2012 Carpal Tunnel left wrist Open Yes
8-14-2012 Knee strain Closed First Aid Only
8-23-2012 Skin rash Closed First Aid Only
8-27-2012 Debris in eye Open First Aid Only
DISTRICT EMPLOYEE ACTIVITIES/FUNCTIONS
MONTH ACTIVITY/FUNCTION DEPARTMENT
6-27-2012 Horseshoe Competition and Taco
Lunch
Employee Recognition
Committee
DISTRICT SAFETY AND WELLNESS- ACTIVITIES/FUNCTIONS
MONTH ACTIVITY/FUNCTION DEPARTMENT
5-23-2012 Check AED’s and log HR/SAFETY
6-4-2012 Confined Space Entry program review
with managers, supervisors, leadworkers
and Aspen Risk Management – 19 YLWD
participants, 2 Aspen Risk Management
participants
HR/SAFETY
6-27-2012 Check AED’s and log HR/SAFETY
6-27-2012 Hearing Testing conducted for 38 District
employees
HR/SAFETY
8-14-2012 First Aid/CPR/AED refresher training
(two classes) were conducted at the
District. 37 employees were trained.
HR/SAFETY
9-11-2012 First Aid/CPR/AED initial training class will
be conducted at the District
HR/SAFETY
HR ACTIVITIES/FUNCTIONS
MONTH ACTIVITY/FUNCTION DEPARTMENT
October 24,
2012
Health Benefits Fair will be held at the
District. Flu shots will be available.
HR
November
14-15, 2012
The Advantage Group will be at the
District for open enrollment for the Section
125 Cafeteria Plan (pre-tax medical and
child/elder care deductions) and
supplemental insurances
HR
7-31-2012 With HR staff involvement, a complicated
employee issue was resolved in less than
a month (as opposed to the original six
month estimate)
HR
As of August 28, 2012
Salary Start
Range Position Classification Budget Emp Status/Comments Date
1-11(Temporary Help) 00
12
13
14
15Customer Service Representative I12
16Meter Reader I21Vacant position on hold
Accounting Assistant I11
Customer Service Representative II11
Engineering Secretary11
Maintenance Worker I912(1) employee on Leave of Absence 6/4/2012
18Meter Reader II22
Customer Service Representative III 22
Operations Assistant11
Engineering Technician I 00
Maintenance Distribution Operator II86Under filled with (2) Maint. Worker I
positions
Water Quality Technician l01Position used to under fill authorized Water
Quality Technician II position
FY 2012-2013 Budgeted Positions
17
20
19
Quality Technician II position
Accounting Assistant II11 Part-time temporary, limited-term employee
(208 hours). Recruitment for position to
reopen 9/11/2012.8/10/2012
Facilities Maintenance11
Mechanic II11
Information Systems Technician I11
Water Quality Technician lI10Under filled with (1) WQT I
Maintenance Distribution Operator III 43Under fill with one (1) MWI
Meter Services Lead11
Mechanic III11
Personnel Technician11 Temporarily on Acting Assignment 8/6/2012
Plant Operator II33
Construction Inspector 11
Engineering Tech II22
Info Systems Tech II/Programmer11
Executive Secretary11
Human Resources Analyst10 Filled on Acting Assignment Basis 8/6/2012
Instrumentation Technician11
Sr. Accountant11
24
25
21
22
23
As of August 28, 2012
Salary Start
Range Position Classification Budget Emp Status/Comments Date
FY 2012-2013 Budgeted Positions
GIS Administrator 11
Project Engineer22
Sr. Construction Inspector11
Sr. Fleet Mechanic11
Sr. Maintenance Distribution Operator44
Sr. Plant Operator 11
27Customer Service Supervisor 11
28Management Analyst11
29Water Quality Engineer 11
Public Information Officer 11 Tentative return from Leave of Absence 8/30/2012
Water Maintenance Superintendent 11
SCADA Administrator 11
Information Systems Administrator 11
31Chief Plant Operator11
32
33
34Sr. Project Manager11
35
36
Engineering Manager 1 1
30
37
26
Engineering Manager 1 1
Finance Manager 11
Human Resources and Risk Manager 11
IT Manager
10
IS Administrator assigned to Acting IT
Manager
Operations Manager 11
38
39
40
General Manager11Acting General Manager 8/9/2012
Total 7674
Salary Start
Range Position Classification Budget Emp Status/Comments Date
1-11Public/Governmental Affairs Intern0.50.5
Records Management Intern0.50
GIS Technician0.50.5
Total 1.51
24
FY 2012-2013 Budgeted Part-Time/Intern Positions
37